On February 17, Provost Bruce McPheron and Geoff Chatas, Chief Financial Officer, announced the enterprise-wide project to implement Workday, which will replace Ohio State’s current financial, student and human resources management systems, including PeopleSoft, over the next five years.
The HR Senior Leadership team fully supports this broad approach, which will enhance the university’s collective ability to streamline operations, reduce costs and transform the way we do business. Associate Vice President Joanne McGoldrick represents HR at the executive level on the Workday project team.
The enterprise-wide Workday implementation will have direct implications on HR Service Delivery, the multiyear effort to improve the ease, consistency and effectiveness of HR at Ohio State. In short, many HR Service Delivery projects will transition to the Workday implementation, while others will continue as planned or be placed on hold.
The HR Senior Leadership team is greatly appreciative of the many talented staff and faculty who participated in HR Service Delivery through feedback sessions, project teams and the advisory group. Your work has been and will continue to be valued. You helped provide a head start for Workday by establishing new programs and best practices that will be of value to the entire HR community. For that, the HR Senior Leadership team is sincerely grateful.
The Office of Human Resources will continue to tap into your expertise as we develop standard business processes that position the university for success.
Details on HR Service Delivery successes and next steps are provided below. Moving forward, HR Service Delivery leaders will collaborate with the Workday team to meet our shared ease, consistency and effectiveness goals.
Please direct questions about the HR Service Delivery transition to Gina Thorpe, Business Analyst and Project Manager, at Thorpe.email@example.com.
Standardize Service Center Operations
- HR Service Delivery Successes: A collaborative team created consistent Service Center processes for onboarding and offboarding Ohio State employees.
- Transition Plan: Business process design for the entire HR spectrum—including Service Centers—will be a central component to the Workday implementation. This work stream will fully transition to the Workday enterprise project. Efforts to improve the ASSIST pages and HR information system training will continue as planned.
Preboarding and Onboarding
- HR Service Delivery Successes: The project team created a New Hire Survey, which has collected nearly 1,200 responses about new employees’ earliest Ohio State experiences. We also identified and communicated the optimal process for obtaining new employees’ parking passes.
- Transition Plan: Several preboarding and onboarding projects will transition to the Workday implementation, as part of HR business process design. The New Hire Survey will continue, but plans for a university-wide New Employee Orientation are on hold until further notice. Checklists for new employees and managers will be implemented to support consistent onboarding practices during the Workday transition.
Data Management and Governance
- HR Service Delivery Successes: Project teams made tremendous strides in improving HR data management and governance, including standardized hiring forms in DocuSign, implementation of electronic personnel records for employees, a staff transition dashboard for HR professionals and a comprehensive HR technology roadmap.
- Transition Plan: The effort to improve position data quality in PeopleSoft will continue as part of a comprehensive review of data quality for the Workday implementation. The opportunity for a case management tool to complement the HR information system will be analyzed as part of the Workday enterprise project. The electronic personnel records project will continue as planned.